FAQs

Firstly, it is important to differentiate between “desirable” and “essential” qualifications. There are some roles that cannot be performed without specific qualifications. There are other situations where additional study and training can be offered to ensure that the applicant can gain the necessary qualifications. For example, if tertiary experience is not essential, a broader qualification of “experience of working in a large complex organisation” can cover similar skills and experience and has the benefit of drawing on a wider pool of applicants.

Selection criteria is a list of essential skills, knowledge, experience and/or qualifications you must fulfill to be eligible for a job. It is crucial to always answer the selection criteria when submitting an application for a position. This is considered to be a fundamental element of the application process when you are job hunting.

When responding to selection criteria as part of a job application, it is common that the response is submitted as a separate document to your resume and cover letter, making it three different documents to complete your application.

Here are some examples of selection criteria:

• Ability to work in a team and in a collaborative environment
• Exceptional time management skills and ability to meet deadlines
• Ability to demonstrate a high level of effective team management
• A qualification in a relevant industry area

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Hiring an HR consultant is a great way to handle your employment relations matter. They are professionals on this topic and you can trust them to do their work well.

They could be tremendous help for a lot of things like hiring new employees, planning and executing the training and performance management. They will also be keeping your company compliant with all the employment laws and regulations.

HR Consultants can also provide you with advice to help your company improve and develop even more, especially if you are still a small business who is trying to keep up with all the companies in your field.

When you're deciding what you're looking for in an ideal candidate, you'll typically have two types of traits, skills, or experience you'll be looking for: essential and desirable. They're also referred to as "required" and "preferred," but whatever you call them, it's important to know where each of your shortlisting criteria fits.

Essential criteria

These are "must-haves" that a candidate needs to be qualified for the role. An example of an essential criterion is whether or not an applicant is legally allowed to work in the country. Or if you're hiring for a Salesforce administrator, Salesforce certification may be required.

In the recruitment process, whether a candidate meets these requirements can be determined with knockout questions. If the candidate meets these criteria, they move forward; if they don’t, they are screened (or "knocked") out.

Desirable criteria

These are secondary requirements or "nice-to-haves" that may give an applicant an edge over other candidates. If you have a wealth of qualified candidates and you're looking for a way to narrow down the list of candidates who will move forward, these qualifications can help.

For example, you might have a lot of great Salesforce certified applicants, but a few of them are certified in Marketo as well. If Marketo certification is one of your preferred criteria, then this can help you decide which candidates to invite to the next round of the hiring process.

It is important to mention that desirable criteria can sometimes become de facto essential criteria. For example, if a recruiter listed a minimum of five years of experience in a certain role as one of the desirable criteria, and most of the applicants turn out to meet this qualification, the recruiter may decide that this is now essential. This means that all the other applicants who do not have at least five years of experience will be screened out.

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A shortlist should be short. When it comes to the maximum number of applicants to be shortlisted, most hiring managers have a pre-determined number. For example, if they need to hire one candidate, in most cases, only four or five applicants will be interviewed.

For high-volume recruitment, where a larger number of people are needed, you might shortlist any applicant who meets the essential criteria.

If you have the data available, the best way to determine the number of candidates to add to your shortlist is to analyze the conversion rates of your past recruitment for the role.

If you don't have that data, here are some recruiting benchmarks:

• Interview to offer conversion: 17%
• Offers accepted conversion: 89%

So if you plan on hiring one person for the role, you'll want to interview at least 12 qualified candidates and make an offer to at least two of them. Of course, these are just benchmarks. Until you have more data, you might want to err on the side of caution by interviewing more candidates.

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